We examine the introduction of a gender quota law in Germany, mandating a minimum 30% of the underrepresented gender on the supervisory boards of a particular type of firms. We exploit the fact that Germany has a two-tier corporate system consisting of the affected supervisory boards and unaffected management boards within the same firm. We find a positive effect on the female share on supervisory boards of affected firms, but no effect on presidency of the board or its size. We also study whether the increased female representation has had an effect on the financial performance of the firm and conclude that, unlike some previous studies in other countries, there has not been any negative effect on the profitability of the firm, neither at the time when the law was announced nor when it was passed.
{"title":"Gender Quotas in the Boardroom: New Evidence from Germany","authors":"A. Fedorets, Anna Gibert, Norma Burow","doi":"10.2139/ssrn.3423868","DOIUrl":"https://doi.org/10.2139/ssrn.3423868","url":null,"abstract":"We examine the introduction of a gender quota law in Germany, mandating a minimum 30% of the underrepresented gender on the supervisory boards of a particular type of firms. We exploit the fact that Germany has a two-tier corporate system consisting of the affected supervisory boards and unaffected management boards within the same firm. We find a positive effect on the female share on supervisory boards of affected firms, but no effect on presidency of the board or its size. We also study whether the increased female representation has had an effect on the financial performance of the firm and conclude that, unlike some previous studies in other countries, there has not been any negative effect on the profitability of the firm, neither at the time when the law was announced nor when it was passed.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"94 3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127985171","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The problems of the modern labor market are subject to increasing interest in the field of research, policy discussions and management practice. They become especially topical in the years of transition and the membership of Bulgaria in the European Union, as well as the emerging new challenges facing Bulgaria in the new demographic, economic and social conditions.
{"title":"The Transition Labor Market - Competitiveness of the Employee","authors":"V. Terziev","doi":"10.2139/ssrn.3411535","DOIUrl":"https://doi.org/10.2139/ssrn.3411535","url":null,"abstract":"The problems of the modern labor market are subject to increasing interest in the field of research, policy discussions and management practice. They become especially topical in the years of transition and the membership of Bulgaria in the European Union, as well as the emerging new challenges facing Bulgaria in the new demographic, economic and social conditions.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"120986497","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Abstract This paper uses administrative data to analyze a large and 8-year long employer payroll tax rate cut in Sweden for young workers aged 26 or less. We replicate previous results documenting that during the earlier years of the reform, it raised youth employment among the treated workers, driven by labor demand (as workers’ take-home wages did not respond). First, drawing on additional years of data, this paper then documents that the longer-run effects during the reform are twice as large as the medium-run effects. Second, we document novel labor-demand-driven “hysteresis” from this policy – i.e. persistent employment effects even after the subsidy no longer applies – along two dimensions. Over the lifecycle, employment effects persist even after workers age out of eligibility. Three years after the repeal, employment remains elevated at the maximal reform level in the formerly subsidized ages. These hysteresis effects more than double the direct employment effects of the reform. Discrimination against young workers in job posting fell during the reform and does not bounce back after repeal, potentially explaining our results.
{"title":"Hysteresis from Employer Subsidies","authors":"Emmanuel Saez, B. Schoefer, D. Seim","doi":"10.2139/ssrn.3409091","DOIUrl":"https://doi.org/10.2139/ssrn.3409091","url":null,"abstract":"Abstract This paper uses administrative data to analyze a large and 8-year long employer payroll tax rate cut in Sweden for young workers aged 26 or less. We replicate previous results documenting that during the earlier years of the reform, it raised youth employment among the treated workers, driven by labor demand (as workers’ take-home wages did not respond). First, drawing on additional years of data, this paper then documents that the longer-run effects during the reform are twice as large as the medium-run effects. Second, we document novel labor-demand-driven “hysteresis” from this policy – i.e. persistent employment effects even after the subsidy no longer applies – along two dimensions. Over the lifecycle, employment effects persist even after workers age out of eligibility. Three years after the repeal, employment remains elevated at the maximal reform level in the formerly subsidized ages. These hysteresis effects more than double the direct employment effects of the reform. Discrimination against young workers in job posting fell during the reform and does not bounce back after repeal, potentially explaining our results.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"22 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133333065","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-06-20DOI: 10.1108/JPEO-09-2018-0024
Michael Barry, A. Bryson, R. Gómez, Bruce E. Kaufman, Guenther Lomas, A. Wilkinson
Purpose The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies. Design/methodology/approach Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices. Findings The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management. Originality/value This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.
{"title":"The 'Good Workplace': The Role of Joint Consultative Committees, Unions and HR Policies in Employee Ratings of Workplaces in Britain","authors":"Michael Barry, A. Bryson, R. Gómez, Bruce E. Kaufman, Guenther Lomas, A. Wilkinson","doi":"10.1108/JPEO-09-2018-0024","DOIUrl":"https://doi.org/10.1108/JPEO-09-2018-0024","url":null,"abstract":"\u0000Purpose\u0000The purpose of this paper is to take a serious look at the relationship between joint consultation systems at the workplace and employee satisfaction, while at the same time accounting for the (possible) interactions with similar union and management-led high commitment strategies.\u0000\u0000\u0000Design/methodology/approach\u0000Using new, rich data on a representative sample of British workers, the authors identify workplace institutions that are positively associated with employee perceptions of work and relations with management, what in combination the authors call a measure of the “good workplace.” In particular, the authors focus on non-union employee representation at the workplace, in the form of joint consultative committees (JCCs), and the potential moderating effects of union representation and high-involvement human resource (HIHR) practices.\u0000\u0000\u0000Findings\u0000The authors’ findings suggest a re-evaluation of the role that JCCs play in the subjective well-being of workers even after controlling for unions and progressive HR policies. There is no evidence in the authors’ estimates of negative interaction effects (i.e. that unions or HIHR negatively influence the functioning of JCCs with respect to employee satisfaction) or substitution (i.e. that unions or HIHR are substitutes for JCCs when it comes to improving self-reported worker well-being). If anything, there is a significant and positive three-way moderating effect when JCCs are interacted with union representation and high-involvement management.\u0000\u0000\u0000Originality/value\u0000This is the first time – to the authors’ knowledge – that comprehensive measures of subjective employee well-being are being estimated with respect to the presence of a JCC at the workplace, while controlling for workplace institutions (e.g. union representation and human resource policies) that are themselves designed to involve and communicate with workers.\u0000","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"26 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131112625","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
This paper investigates the effect of corporate management quality, measured complexly, on the productivity and wages of industrial firms. The results indicate that companies which are better managed offer superior remuneration to their employees, perhaps as a mechanism for retaining talent, or to boost, or at least reward, greater commitment to the company’s objectives; this in itself being essentially an expression of good quality management. In Spain, there is a sizeable deficit, in terms of corporate management quality, especially among SMEs, which results in significantly lower levels of productivity relative to their counterparts in larger European countries. Reducing this deficit should be an urgent priority, not just for companies themselves, but also for business organisations and particularly industrial policymakers. Workers and trade unions can contribute to this goal, which will yield benefits, not just for themselves, but for society as a whole.
{"title":"Wages, Productivity and Corporate Management","authors":"Rafael Myro, Javier Serrano Martinez","doi":"10.2139/ssrn.3405519","DOIUrl":"https://doi.org/10.2139/ssrn.3405519","url":null,"abstract":"This paper investigates the effect of corporate management quality, measured complexly, on the productivity and wages of industrial firms. The results indicate that companies which are better managed offer superior remuneration to their employees, perhaps as a mechanism for retaining talent, or to boost, or at least reward, greater commitment to the company’s objectives; this in itself being essentially an expression of good quality management. In Spain, there is a sizeable deficit, in terms of corporate management quality, especially among SMEs, which results in significantly lower levels of productivity relative to their counterparts in larger European countries. Reducing this deficit should be an urgent priority, not just for companies themselves, but also for business organisations and particularly industrial policymakers. Workers and trade unions can contribute to this goal, which will yield benefits, not just for themselves, but for society as a whole.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124285151","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
In many countries, the termination of employment contracts has to be either on employer initiative or on employee initiative. Furthermore, the cost of the procedure is borne mainly by the contracting party who takes the initiative and there is little room for sharing costs. The implicit doctrine is that employment termination has to be the last resort, the ultima ratio. In 2008, the French government initiated a change in doctrine: it became possible to terminate employment contracts by mutual consent, at lower costs. Building on firm-level data, we develop an event analysis which reveals that the reform was followed by a decline in dismissals as well as by a significant rise in overall separation rates. By promoting separation by mutual consent, the reform reduced labor litigation risks, boosted workers' flows, but, eventually, we do not detect any effect on firms' employment levels.
{"title":"From Ultima Ratio to Mutual Consent: The Effects of Changing Employment Protection Doctrine","authors":"Cyprien Batut, E. Maurin","doi":"10.2139/ssrn.3415786","DOIUrl":"https://doi.org/10.2139/ssrn.3415786","url":null,"abstract":"In many countries, the termination of employment contracts has to be either on employer initiative or on employee initiative. Furthermore, the cost of the procedure is borne mainly by the contracting party who takes the initiative and there is little room for sharing costs. The implicit doctrine is that employment termination has to be the last resort, the ultima ratio. In 2008, the French government initiated a change in doctrine: it became possible to terminate employment contracts by mutual consent, at lower costs. Building on firm-level data, we develop an event analysis which reveals that the reform was followed by a decline in dismissals as well as by a significant rise in overall separation rates. By promoting separation by mutual consent, the reform reduced labor litigation risks, boosted workers' flows, but, eventually, we do not detect any effect on firms' employment levels.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"53 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127541039","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Most Nordic countries struggle to integrate low-skilled immigrants. High wage floors increase the risk of adverse employment effects for this group, as employers may not find it profitable to hire ...
{"title":"Wage Policies and the Integration of Immigrants","authors":"Simon Ek, Per Skedinger","doi":"10.2139/ssrn.3477925","DOIUrl":"https://doi.org/10.2139/ssrn.3477925","url":null,"abstract":"Most Nordic countries struggle to integrate low-skilled immigrants. High wage floors increase the risk of adverse employment effects for this group, as employers may not find it profitable to hire ...","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-05-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132617217","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
A growing literature has tried to measure the extent to which individuals have equal opportunities to acquire income. At the same time, policymakers have doubled down on efforts to go beyond income when designing policies to enhance well‐being. We attempt to bridge these two areas by measuring the extent to which individuals have equal opportunities to achieve a high level of well‐being. We use the German Socio‐Economic Panel to measure well‐being in four different ways, including incomes. This makes it possible to determine if the way in which well‐being is measured matters for identifying who the opportunity‐deprived are and for tracking inequality of opportunity over time. We find that, regardless of how well‐being is measured, the same people are opportunity‐deprived and equality of opportunity has improved over the past 10 years. This suggests that going beyond income has little relevance if the objective is to provide equal opportunities.
{"title":"Equality of Opportunity in Four Measures of Well‐Being","authors":"D. Mahler, Xavier Ramos","doi":"10.1111/roiw.12419","DOIUrl":"https://doi.org/10.1111/roiw.12419","url":null,"abstract":"A growing literature has tried to measure the extent to which individuals have equal opportunities to acquire income. At the same time, policymakers have doubled down on efforts to go beyond income when designing policies to enhance well‐being. We attempt to bridge these two areas by measuring the extent to which individuals have equal opportunities to achieve a high level of well‐being. We use the German Socio‐Economic Panel to measure well‐being in four different ways, including incomes. This makes it possible to determine if the way in which well‐being is measured matters for identifying who the opportunity‐deprived are and for tracking inequality of opportunity over time. We find that, regardless of how well‐being is measured, the same people are opportunity‐deprived and equality of opportunity has improved over the past 10 years. This suggests that going beyond income has little relevance if the objective is to provide equal opportunities.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114346798","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
CEO compensations are an effective instrument for adjusting the interests of managers and equity owners, so that full engagement and commitment can only be expected of managers who are sufficiently motivated. Among other things, sufficient motivation is achieved by the use of adequate CEO compensations. This paper analyzes applied models of CEO compensation, and their levels, in the Republic of Serbia and EU member countries. Comparison of CEO compensation in the Republic of Serbia and EU countries will enable the positioning of the Republic of Serbia in the context of EU integration; as well as enable Serbian business organizations to track trends that are current, and structure their CEO compensations to meet managers’ expectations in terms of attractiveness, and equity owners in terms of cost efficiency. The paper will try to determine the existing differences in CEO compensation levels, conditioned by the degree of economic development of the observed countries. The paper will analyze the factors that directly or indirectly affect the level of CEO compensation. It will try to determine which components of CEO compensation are mostly used in business organizations from the EU, and compare the results with business organizations from the Republic of Serbia in order to improve existing practice. As CEO compensations are still underdeveloped area in the Republic of Serbia, the contribution of the paper is expected to be significant, for Serbian business organizations that operate, or plan to operate, on the international market, and allow their managers to work in EU countries. Strategy and policy of CEO compensation is a very sensitive area, so the focus of the paper is on identifying existing differences that could be used in terms of convergence of the CEO compensation practice in the Republic of Serbia to the one that is present in the more advanced EU countries, in the context of EU integration.
{"title":"CEO Compensation Trends in the Republic of Serbia in the Context of EU Integration","authors":"Ivana Marinović Matović","doi":"10.2139/ssrn.3387548","DOIUrl":"https://doi.org/10.2139/ssrn.3387548","url":null,"abstract":"CEO compensations are an effective instrument for adjusting the interests of managers and equity owners, so that full engagement and commitment can only be expected of managers who are sufficiently motivated. Among other things, sufficient motivation is achieved by the use of adequate CEO compensations. This paper analyzes applied models of CEO compensation, and their levels, in the Republic of Serbia and EU member countries. Comparison of CEO compensation in the Republic of Serbia and EU countries will enable the positioning of the Republic of Serbia in the context of EU integration; as well as enable Serbian business organizations to track trends that are current, and structure their CEO compensations to meet managers’ expectations in terms of attractiveness, and equity owners in terms of cost efficiency. The paper will try to determine the existing differences in CEO compensation levels, conditioned by the degree of economic development of the observed countries. The paper will analyze the factors that directly or indirectly affect the level of CEO compensation. It will try to determine which components of CEO compensation are mostly used in business organizations from the EU, and compare the results with business organizations from the Republic of Serbia in order to improve existing practice. As CEO compensations are still underdeveloped area in the Republic of Serbia, the contribution of the paper is expected to be significant, for Serbian business organizations that operate, or plan to operate, on the international market, and allow their managers to work in EU countries. Strategy and policy of CEO compensation is a very sensitive area, so the focus of the paper is on identifying existing differences that could be used in terms of convergence of the CEO compensation practice in the Republic of Serbia to the one that is present in the more advanced EU countries, in the context of EU integration.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"93 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123015058","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
We reassess the role of regional imbalances in explaining the high household income inequality in Italy. In the first part of the work we use the Survey of Household Income and Wealth (SHIW) to describe the trends in income inequality between and within areas since the early 2000s. We illustrate that the between-area inequality has been relatively stable, while the within-area component increased significantly after the recession and during the recovery. In 2016, the large geographical divide and the higher inequality within the South contributed to almost one fifth of national inequality. In the second part we show that the distribution of employment is key in explaining the regional differences in both average income and its dispersion. By means of simulations based on matching and reweighting, we estimate that national inequality would be reduced by 15 per cent if the distribution of work hours across southern households was similar to the one in the more developed Centre-North. Regional employment differentials are so important in determining overall inequality that income dispersion would decline substantially even if this increase in employment was associated with a drop in southern regions’ average wages.
{"title":"The Geography of Italian Income Inequality: Recent Trends and the Role of Employment","authors":"Emanuele Ciani, R. Torrini","doi":"10.2139/ssrn.3433076","DOIUrl":"https://doi.org/10.2139/ssrn.3433076","url":null,"abstract":"We reassess the role of regional imbalances in explaining the high household income inequality in Italy. In the first part of the work we use the Survey of Household Income and Wealth (SHIW) to describe the trends in income inequality between and within areas since the early 2000s. We illustrate that the between-area inequality has been relatively stable, while the within-area component increased significantly after the recession and during the recovery. In 2016, the large geographical divide and the higher inequality within the South contributed to almost one fifth of national inequality. In the second part we show that the distribution of employment is key in explaining the regional differences in both average income and its dispersion. By means of simulations based on matching and reweighting, we estimate that national inequality would be reduced by 15 per cent if the distribution of work hours across southern households was similar to the one in the more developed Centre-North. Regional employment differentials are so important in determining overall inequality that income dispersion would decline substantially even if this increase in employment was associated with a drop in southern regions’ average wages.","PeriodicalId":206501,"journal":{"name":"European Economics: Labor & Social Conditions eJournal","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127008628","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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